Diversity, Equity & Inclusion

 Is your organization looking to expand your talent pool while breaking down the barriers faced by underrepresented populations? Let's talk about inclusive hiring practices.


About the HUB

We’ve partnered with Tech and People Network (TAP Network) to give you access to their Diversity and Inclusion Resource HUB—the Canadian tech industry’s #1 destination for best-in-class resources and tools to understand and implement inclusive hiring practices.

The HUB is part of the Diversity and Inclusion Tech Project led by Tech and People Network (TAP Network). This project is designed to increase the attraction, retention and advancement of women, Indigenous peoples, people with disabilities, people of colour, newcomers to Canada, and individuals who identify as LGBTQ/2S and all under-represented groups in skilled occupations in B.C.’s technology sector. 

Why is DEI Important

Implementing diversity and inclusion strategies into your workplace can lead to better business outcomes, increased revenues, and attracts great talent. In addition, employees tend to show improved job satisfaction and company culture.



in top ¼ in ethnic/racial diversity are 35% more likely to surpass industry peers in returns (McKinsey, 2015)

Higher Revenues

in companies that are above average in diversity (Harvard Business Review, 2018)

Job Seekers

look at diversity and inclusion when evaluating an offer of employment (Glassdoor, 2014)

Designated Groups

The term designated groups refers to the underrepresented populations that traditionally have not received equal opportunities to thrive. This generally includes Indigenous peoples, People of colour, LGBTQ2S+, Newcomers to Canada, People living with visable and invisible disabilities, Women, and Youth from Care. However, there may be additional groups affected outside of these.


Getting Started

Each organization is at a different stage in their diversity and inclusion journey. Depending on where you currently stand with existing policies and procedures, you may want to consider the following areas of focus:

  1. Organizational policy and strategy development
  2. Recruitment and selection processes
  3. Employee inclusion initiatives
  4. Succession planning and professional development

Resources for Underrepresented Populations

Engagement and inclusion for Indigenous peoples begins with a deeper understanding of these diverse groups. Each of British Columbia’s 198 Nations has a unique set of customs and traditions. It is important to remain curious and open to the different needs of your Indigenous employees. Creating a culture of partnership, collaboration and listening will lay the foundations for successful employment outcomes.

A gender inclusive workplace makes sure that women have a fair opportunity to be hired or promoted into any roles and to take part in the company’s decision-making processes. In order to support women in the workplace, employers can provide women with mentoring opportunities, champion women into different roles and projects, and encourage a community of support to help their success through employee resource groups and social activities.

In Canada, people of colour regularly face systemic racism and barriers in the workplace and in other parts of their lives. Many different cultural groups around the world are impacted by a colonial history. The continued impact of that history is evidenced by the differences in how people are treated simply based on their race and ethnicity. The racism and barriers impact people of colour’s comfort, safety, mental and emotional wellbeing, and their likelihood of being hired or promoted.

For people with disabilities, workplace inclusion means accessibility and acceptance. Organizations can improve employment outcomes by removing barriers, openly communicating with employees about their needs, and making accommodations where necessary. Sometimes that means shifting policies, job descriptions, hours, or making adjustments to workspaces to ensure that each employee is given what they need to succeed.

Many times, immigrants and refugees are filtered out of the process due to cultural differences in resume and cover letter formats, interview practices, or biased assumptions on language proficiency. These barriers do not speak to the vast talent and important perspectives they bring in the global market in which Canadian companies operate. In order to promote inclusion of newcomers in your workplace, employers should first adjust recruitment and interviewing practices to use a lens that is inclusive of all diverse backgrounds.

Many queer, transgender, and Two-Spirit professionals have experienced some form of bullying, rejection, or exclusion in the workplace due to their gender identities or sexual orientation. Employers can lead in building safe spaces within their organizations and setting norms of behaviour that promote inclusion and acceptance of the 2SLGBTQIA+ community across their operations.

The youth of today face various barriers and challenges while trying to obtain employment. This sentiment is especially true for those who are at risk or vulnerable. From lack of education, experience, and interpersonal skills to the inability to source transportation, youth are presented with ongoing roadblocks that inhibit the ability to get started in the workforce. As an employer, you can pivot your approach to make opportunities more readily available.